Picture this: you’ve posted job openings on multiple boards, and applications are rolling in. But you’re stuck toggling between platforms, spreadsheets, and email threads to keep track of it all. The recruiting process is held up by a lack of qualified candidates, and you know top talent is slipping through the cracks.
Sound familiar? If it does, you know that managing job postings and candidate data separately is frustrating and inefficient. That’s why you need an applicant tracking system (ATS) that does it all.
With an ATS, you can blast your open roles across multiple job boards with a single click and update them from one central system. It also keeps your candidate information organized in one place. It’s no wonder 94% of recruiters say their ATS has transformed their hiring process for the better.
Ready to find out how? Let’s dive into the key differences between ATS and job boards — and why they’re better together.
What Are Job Boards?
Job boards are digital platforms where employers post their job openings. Job seekers visit job boards to search and apply for open positions. You’re no doubt familiar with large job boards like LinkedIn, Indeed, and Monster. There are also many niche job boards that cater to specific industries and professions, like Nurse.com and HigherEdJobs.
Posting on job boards has its upsides:
- Wide Reach: Job boards can attract a large pool of potential candidates, especially for entry-level or general roles. Platforms like Indeed and LinkedIn are household names for a reason — they’re where job seekers go first.
- Niche Options: Need a software engineer? A creative director? There’s likely a job board tailored to your industry or role, helping you connect with the right talent.
If you post directly to job boards, keep these considerations in mind:
- Limited Control: Once your job is posted, you’re at the mercy of the platform’s audience. If the right candidates aren’t there, your post might not get the traction you need.
- Manual Workload: Posting on multiple boards means creating accounts, managing listings, and tracking applications across different platforms — a time-consuming headache.
- Costs Add Up: Many job boards charge per post or per click, which can add up fast if you’re hiring for several roles or running a high-volume campaign.
Job boards are a great tool, but you need a system like an ATS that can integrate with them to take the heavy lifting off your plate and maximize their potential.
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What Is an Applicant Tracking System (ATS)?
Applicant tracking software is used to automatically track, store, and manage candidate data. From the moment a requisition is opened, through applications to the final offer stage, an ATS keeps everything organized, so recruiters and hiring managers can focus on what really matters — finding the right fit.
An ATS does much more than just help your team keep job board posts organized. It streamlines the hiring process, automating repetitive tasks like resume screening, interview scheduling, and status updates. Your ATS helps your hiring team give fair, thorough interviews and rate candidates fairly. It ensures everyone is on the same page, reducing miscommunication and speeding up decision-making.
The real power of the best applicant tracking systems is their ability to analyze and interpret your hiring data. That way, you can actually use it to make your hiring process better and choose the right candidate every time.
There are lots of reasons to use an ATS:
- Job Board Integration: Post to multiple job boards with a single click, then track all applications in one place — your ATS. No more logging into multiple platforms or losing track of candidates.
- Automation: Save time by automating repetitive tasks like resume parsing, candidate communication, and interview scheduling. If you’re using an AI-powered ATS, you can write job descriptions, emails, offer letters, and more in record time.
- Data-Driven Insights: Use analytics to identify bottlenecks, improve your hiring process, and make smarter decisions.
- Collaboration: Keep your entire hiring team aligned with shared access to candidate profiles, notes, and interview feedback.
- Compliance: Ensure your hiring practices meet legal requirements with built-in tools for tracking and reporting.
- Scalability: Whether you’re hiring for one role or 100, an ATS grows with your team’s needs.
The cons of ATS systems are minimal, mostly centered around the ATS implementation:
- Learning Curve: Some systems can take time to learn, especially for teams new to ATS technology.
- Initial Setup: Configuring workflows and integrations requires upfront effort, but the long-term benefits far outweigh the initial investment.
The benefits of using an ATS are only growing as technology advances — which is happening faster than ever. From AI-powered candidate matching to seamless integrations with job boards, today’s ATS tools are more powerful and intuitive than ever before. That’s why they’re an essential tool for successful recruiting teams today.
ATS vs. Job Boards: 6 Key Differences
At first glance, job boards and ATS systems might seem like they serve the same purpose — to help you find and hire great candidates. But dig a little deeper, and the differences become clear. While job boards are great for broadcasting your open roles, an ATS takes your hiring process to the next level by managing, streamlining, and optimizing every step.
Here’s how they stack up:
1. Centralized Candidate Management
Job boards are great for attracting applicants, but once the resumes start rolling in, you’re on your own. An ATS centralizes all your candidate data, no matter where they applied — whether it was through a sponsored LinkedIn post, an Indeed listing, or your company’s careers page.
2. Automation Saves Time
With job boards, you’re manually posting, tracking, and following up with candidates. An ATS automates these tasks, from posting jobs across multiple boards and social media channels to sending interview reminders and follow-up emails. This means less time spent on admin work and more time focusing on your candidates.
3. Data-Driven Insights
Job boards can tell you how many people viewed your post, but that’s about it. An ATS goes further, providing detailed analytics on your hiring funnel — like time-to-fill, candidate drop-off rates, and sourcing effectiveness. If it’s equipped with AI, you get even more detailed insights and even advice about what to do next. These insights help you refine your strategy and make better hiring decisions.
4. Collaboration Made Easy
Unlike job boards, an ATS allows your entire hiring team to collaborate seamlessly. Share candidate profiles and interview notes, leave feedback, and track progress — all in real time. No more endless email chains or lost notes.
5. Compliance and Consistency
Job boards don’t help you stay compliant with hiring laws, but an ATS does. From tracking Equal Employment Opportunity (EEO) data to ensuring consistent interview processes, an ATS helps you avoid legal pitfalls and maintain fair hiring practices.
6. Long-Term Value
With job boards, you pay per post or per click, without gaining any long-term value. An ATS, on the other hand, is an investment in your hiring process and the future of your workforce. It grows with your team, helping you build talent pipelines, re-engage past candidates, and scale your recruitment efforts over time.
Job boards are a great starting point for attracting candidates, but they’re just one piece of the puzzle. An ATS ties everything together, giving you the tools not just to find talent, but to manage and optimize your entire hiring process. If you’re serious about building a scalable, efficient recruitment strategy, an ATS is the right choice.
Your AI-Powered Hiring Process Starts With ClearCompany
Ready to see how an ATS can revolutionize your recruitment strategy with AI? ClearCompany’s AI-powered Applicant Tracking System makes it easy to post jobs, find the best candidates, and hire top talent — all in one place.
Schedule a free demo today and discover how ClearCompany can help you attract, engage, and hire the best candidates faster than ever.
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